Jobvite Blog: Today’s Recruiting Trends

Three Ways to Ensure You Don’t Turn Off Candidates in the Current Labor Market

The challenges employers face today have been intensified by an unprecedented labor market. The U.S. Bureau of Labor Statistics reports two open jobs for every unemployed worker. With an estimated 11 million job openings, competition for talent is fierce. This increasingly difficult hiring landscape makes talent acquisition a strategic imperative for all businesses. And your organization cannot afford to turn away great candidates at any stage of the talent journey.

Connecting the right candidates to the right job, providing an engaging career site experience, offering an easy application process, and ensuring obstacles are removed is essential in streamlining the hiring process. If you are not agile to respond to the challenges in the current labor market, if your hiring team is unresponsive, or you take too long to interact with candidates, you face an uphill climb in filling roles and hiring talent for your business.

The challenge and opportunity to succeed in recruiting requires delivering a standout candidate experience by flawlessly engaging with candidates at every touchpoint in your hiring process. Because when you make it as easy as possible for candidates to interact with your employer brand and apply for your open roles, you can elevate your recruiting function and ensure you deliver a high quality of candidate that outpaces your competitors.

Two of the most important areas to optimize for candidates are your career site and application process. These are key areas within your control to inform, engage, and convert candidates into applicants. Let’s take a look at three ways to ensure your hiring process does not turn off candidates within the current hiring landscape. Find out how your career site may be unknowingly turning away great talent and learn how you can better delight candidates today by making it easier for them to apply to your open positions.

#1: Skip the Required Registration

Requiring candidates to register on your career site when applying for roles could single-handedly be the biggest reason candidates are lost during the hiring process. A recent survey showed a staggering 83.3% of responding organizations require would-be candidates to register as the first step in applying to an open role.

This deters applicants with the volume of requirements it takes to do so, including creating a user ID, developing a complex password, verifying their identity and email address, and other registration requirements. If the application process isn’t quick and straightforward, candidates will not complete their application.

Industry averages show that only 30% of applicants who start the application process actually complete it. That means 70% of the candidates you worked hard to attract in the first place are choosing to walk away from the application process before you even know they were interested.

Requiring candidates to register on your career site when applying for roles could be the biggest reason candidates are lost during the hiring process. Yet 83.3% of large organizations require candidates to register when applying for a job. Click To Tweet

Successful companies should break down the barriers of entry for job seekers. Eliminating the dreaded registration requirements as the first step when a candidate applies is an easy way to increase your candidate conversion and give your employer brand a boost while you’re at it.

#2: Enable Quick Apply Options

With 71% of workers likely to share job openings through social media, and 82% likely to click on a job opportunity that someone in their network posts, it’s clear that social media channels are effortlessly maintaining their importance within the candidate journey.

Social Apply

Allowing your candidates to leverage their social profiles like LinkedIn and Facebook to apply for jobs on your career site is now an industry best practice. Having the option for applicants to automatically populate relevant information from their social media profile is an effective way to convert your site visitors into applicants. Not to mention, it eliminates repetitive data entry for candidates who we know demand a fast application process.

Cloud Apply

Allowing your candidates to populate fields by leveraging existing files from applications, such as Dropbox or Google Drive, is another application process best practice. Similar to social apply, candidate profiles can be automatically populated with the relevant information from the applicant’s cloud-based documents.

While the application process remains top of mind for candidates, so too does company culture. Enabling both social and cloud apply are great ways to modernize your employer brand, while moving more candidates into your active talent pipeline faster.

#3: Integrate Candidate Texting & Automation

Engaging with candidates to create a positive candidate journey is critical for recruiting teams to get right. And given the rapidly changing talent market, many businesses are turning to automation to ensure it. What can automating communications do for your recruiting function? The answer is simple: it will give you back time to more effectively connect with and nurture candidates.

Chat Bot

Activating chatbots to reduce time-consuming interactions on a recruiter’s to-do lists will free up time to build better experiences for the future employees of your organization. Chatbots shoulder the weight of answering frequently asked questions: covering benefits packages, routing prospects to the correct talent communities, and providing general company information.

This simple automation allows candidates insight and access to the recruiting process 24 hours a day. And quicker access to your company means you can speed the hiring process and outperform competitors in time-to-hire.

Texting Automation

Of the candidates who have experienced texting in the hiring process, 69% of them preferred texting over email or phone calls. Texting has a 98% read rate, making it a no-brainer for modern talent acquisition teams to use in the approach for connecting with candidates.

While candidate texting may not be a fit for every open position, high-volume roles are often very successful when leveraging this additional avenue for adding applicants to the talent funnel. Examples of roles that succeed by leveraging text-to-apply and automation include retail workers, restaurant employees, and many other entry-level roles.

Mobile Apply

If your application process isn’t optimized for mobile, you’re most certainly losing out on candidates. Although most organizations have incorporated this tactic, there are still some career sites that do not render well on mobile devices.

Career sites accessed via mobile should include reformatted content and graphics that are built to be easily navigated. Mobile optimization also means that you offer candidates the opportunity to take advantage of existing social profiles and cloud-based storage for completing their resume or work history information. This increases the amount of time your candidates will spend on your site and increases the likelihood that they will complete an application.

Start Bolstering Candidate Conversion

With the labor market continuing to favor candidates, each moment counts in the fight to convert candidates into applicants. Leveraging the right tools, having the right strategy, and ensuring you follow best practices when it comes to your career site and application process can increase your candidate conversion rates significantly.

Remember, your career site experience and application process are two strategic levers you control in the hiring process. Make sure they are optimized for speed and contribute to the success of your recruitment process, rather than impede it.

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